1. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
LEADING YOUR CULTURE
TO DEVELOP AND RETAIN YOUR TOP
TALENT.
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

2. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
HIGH PERFORMANCE CULTURES
Tuesday, 15 October 2013

3. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
Culture occurs naturally
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

4. ABOVE THE LINE CULTURE
®
MICHAEL HENDERSON
Above
Talent Retention High
Leaders Worth
Following
Work Worth
Doing
Talent Retention Low
Below
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Tuesday, 15 October 2013
Culture Worth
Contributing to.

5. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
CULTURE IS THEIR FIRST COMPETITOR.
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Tuesday, 15 October 2013

6. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
CULTURE IS NOT THE WAY WE DO THINGS
AROUND HERE.
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

7. TOUGHER ECONOMIC TIMES.
ABOVE THE LINE CULTURE
Tuesday, 15 October 2013
MICHAEL HENDERSON

8. OUTSOURCED.
+
RETRENCHED.
+
AUTOMATED.
+
RESTRUCTURED.
=
EFFICIENCY
ABOVE THE LINE CULTURE
Tuesday, 15 October 2013
MICHAEL HENDERSON

9. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
CUSTOMERS EXPECT EFFICIENCY.
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Tuesday, 15 October 2013

10. LONG FOR EMPATHY AND
CREATIVITY
ABOVE THE LINE CULTURE
Tuesday, 15 October 2013
WWW.CULTURESATWORK.COM
MICHAEL HENDERSON

11. TALENT IS MORE PRECIOUS
THAN EVER
ABOVE THE LINE CULTURE
Tuesday, 15 October 2013
MICHAEL HENDERSON

12. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
WHY TALENT STAYS
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

13. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
WHY TALENT QUITS
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

14. WHY TALENT REALLY
QUITS
THE BOSS
WORK
ABOVE THE LINE CULTURE
Tuesday, 15 October 2013
CULTURE
WWW.CULTURESATWORK.COM
MICHAEL HENDERSON

15. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
LEADERS
WORTH
FOLLOWING
Tuesday, 15 October 2013

16. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
LEADERS WORTH FOLLOWING ?
DISCONNECTED
•
•
•
•
•
61% bullied by their boss
37.5% asked to do something
unethical
50% ‘My managers need
counselling’
24% ‘Fire my boss’
84% of leaders overestimate
their ‘like-ability’.
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

17. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
KNOW THYSELF
Minessence Values Framework
128 HUMAN VALUES
Family/Social
World-View
Caring for and supporting family,
friends, and peers. Security through
comradery.
Alien/Threatened
World-View
Protecting self and others from harm
in a hostile environment. Doing
whatever is necessary to survive.
Self Preservation
Cluster
Security
Cluster
Self Actualization/Service
World-View
Developing one's unique abilities
and talents so as to better serve
others. Improve the lot of others by
being a competent facilitator.
Organizational
World-View
Working in, or managing, a
successful enterprise. Developing
one's competencies to the highest
possible level.
Belonging
Cluster
Organization
Cluster
Symbiotic System
World-View
Developing symbiotic relationships
between people and organisations,
for the purpose of transforming
society.
Collaborative Project
World-View
Working together with others on a
project or common cause to
transform the world-of-work.
Self Actualization
Cluster
Global Transformation
World-View
Using the media and other
technologies to influence people's
world-views in order to transform
the existing world-order.
Emerging Order
Cluster
Wisdom
Cluster
Global
Transformation C.
Goal Values:
Self Interest/Control
Self Preservation
Wonder/Awe/Fate
Sensory Pleasure
Security
Family/Belonging
Fantasy/Play
Self Worth
Self Competence/Confidence
Organized Play
Work
Faith/Creed/Worship
Equality
Integration/Wholeness
Self Actualisation
Service/Vocation
Art/Beauty
Being Self
Construction/New Order
Meditation/Contemplation
Faith/Risk/Vision
Human Dignity
Social Justice
Discovery & Insight
Presence/Being
Ritual Communication
Animal Rights
Oneness
Wisdom
Global Ecology
Global Equality
Affection
Financial Security
Property/Control
Sexuality
Territory/Security
Wonder/Curiosity
Being Liked
Care/Nurture
Control/Order/Discipline
Hospitality/Courtesy
Dexterity/Coordination
Endurance/Patience
Social Equilibrium
Friendship
Obedience
Status/Image
Rights/Respect
Social Affirmation
Peer Support
Tradition
Achievement
Administration/Control
Communication/Information
Competition
Rationality
Design/Pattern/Order
Duty
Financial Success
Education/Certification
Efficiency/Planning
Hierarchy/Protocol
Honour
Law/Rule
Loyalty
Management
Membership/Organization
Ownership
Patriotism
Productivity
Responsibility
Accountability/Rule
Technology/Science
Unity/Control
Workmanship/Quality
Environmental Responsibility
Adaptability/Flexibility
Self Assertion
Congruence
Decision/Initiation
Empathy
Equity/Rights
Self Assessment
Expressiveness/Joy
Generosity
Health/Well-Being
Independence
Law/Guide
Limitation/Acceptance
Mutual Compliance
Personal Authority/Integrity
Relaxation/Renewal
Search/Meaning
Sharing/Listening/Trust
Accountability/Ethics
Collaboration
Community/Supportive
Cooperation/Reciprocity
Leadership/New-Order
Creative Ideation
Detachment
Communal Discernment
Education/Knowledge
Organisational Growth
Intimacy
Skillful Leisure
Limitation/Celebration
Organizational Mission
Mutual Accountability
Pioneerism/Progress
Research/Original Knowledge
Simplicity/Play
Unity/Diversity
Collaborative Individualist
Transcendence
Interdependence
Prophet/Vision
Synergy
Word
Convivial Technology
Human Rights
Just Global Distribution
Global Macroeconomics
Minessence
Biodiversity
Means Values:
Food/Warmth/Shelter
Physical Function
Safety/Survival
Satiable Values/Potential Foundation Values
Insatiable Values/Motivational Values
Copyright © 1988-2008 Minessence Group - www.minessence.net
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Tuesday, 15 October 2013
1

18. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
SEE GREATNESS IN OTHERS
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Tuesday, 15 October 2013
2

19. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
MENTOR WITH HUMILITY
3
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Tuesday, 15 October 2013

20. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
WORK
WORTH
DOING
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

21. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
WORK WORTH DOING;
DISENGAGED
79% of the Australian workforce is disengaged
with their role and the organisation
18 % lower productivity than a highly engaged
workforce
64 % more absenteeism
50 % more sales objections
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

22. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
ALIGN WORK TO PURPOSE
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Tuesday, 15 October 2013
1

23. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
DEVELOP THOUGHT LEADERS
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013
2

24. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
SUPPORT WEALTH MANAGEMENT
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013
3

25. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
C U LT U R E S W O R T H
CONTRIBUTING TO
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

26. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
CULTURE WORTH CONTRIBUTING TO?
DYSFUNCTIONAL
89 % “Believe culture directly
impacts on their ability to
perform well.”
77 % “Experience lack of respect”
85% “Experience silo mentality”
64% “Plan to leave in the next two years.”
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013

27. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
BUILD CULTURAL CURRENCY
WAGES / INCOME
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Tuesday, 15 October 2013
1

28. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
BUILD CULTURAL CURRENCY
WAGES / INCOME
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013
=
VALUE
1

29. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
BUILD CULTURAL CURRENCY
WAGES / INCOME
=
COST OF EARNING
STRESS
FRIENDSHIP
TIME
BELONGING
ENERGY
ENJOYMENT
CHALLENGE
HEALTH
SELF WORTH
PURPOSE
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013
VALUE
1

30. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
LEARN A LIVING
Bob
Martin Yee
ACHIEVEMENT
PROFILE
LEVELS; 1 2 3
2 2
1
2
3
3
1 1
3
3
3
2
2
2
CORE SERVICES BADGES
WWW.CULTURESATWORK.COM
Tuesday, 15 October 2013
1
INDUSTRY EXPERIENCE
2
LEADERSHIP EXPERIENCE
3
©Copyright Qual IT 2012

31. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
BUILD CULTURE NOT TEAMS
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Tuesday, 15 October 2013
3

32. ABOVE THE LINE CULTURE
MICHAEL HENDERSON
Thank you.
To continue the conversation,
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Tuesday, 15 October 2013